Talent Management - Tilson

Talent management

Employee turnover is the highest it’s been in a decade, making it difficult to sustain growth. Small businesses struggle as they compete to offer top-notch culture, working environments, training, policies and benefits packages, and development opportunities.

Turnover is also the largest destroyer of organizational effectiveness. Tilson aids companies in optimizing the potential of their employees with our talent management system to help you hire the right people, keep the right people and retain the right people.

Talent Management

Employee Management System

Business leaders often refer to their employees as their most valuable asset, yet many have not invested the time and resources to develop them. Without a plan of action, a business is only generating a small return on this significant investment and depriving themselves and their employees of the opportunity for optimal success. 

At Tilson, we’ve developed an Employee Management System to maximize the ROI per person. It increases your ability to hire the best and retain the best while positioning your company to outperform the competition. Our talent management system is broken down into five components of the employee life cycle: Find, Develop, Direct, Motivate and Retain.

Hover over (or touch) the image to see the performance difference

The ultimate key to building a high-performance company.

Identifying Talent is the fundamental first steppingstone that, when done correctly, prepares an organization to succeed with a new hire. This process can be summarized by planning, sourcing, screening, developing guidelines and creating assessment protocols. From the moment your job is posted to the moment your top candidate accepts a position, Tilson is here to help. Our comprehensive process:

  • Identifies why positions are available
  • Develops hiring specifications
  • Considers internal and external practices and resources applicable to the position
  • Defines sourcing, screening and interviewing strategies and guidelines
  • Describes how to evaluate candidates
  • Includes vital communication loops throughout the process

Successful businesses recognize that the investment to hire a new employee is only the first step towards developing an effective workforce. Once hired, the real work begins — developing employees to reach their full potential. This process helps foster positive employee attitudes and creates clear alignment of individual goals with corporate goals and objectives. In this step, Tilson provides:

  • Structured orientation
  • SMART goal setting
  • Evaluation of employee feedback
  • Coaching methods with development focus
  • Team-building approaches
  • Effective organizational communication loops
  • Job training and development strategies

Not surprisingly, this is one of the most difficult areas of a company’s overall system to consistently manage. Yet while difficult, it is critical to the overall success of the individual and company. Tilson provides organizations with the tools they need to optimize day-to-day performance including:

  • Performance evaluation systems
  • Guidance for meaningful goal setting
  • Performance coaching and feedback
  • Progressive discipline techniques

As volumes of work fluctuate, roles are developed or eliminated, and new policies and procedures are implemented, employees can begin to feel uncertain about what the changes mean and how they fit in. This process can be summarized by three steps: reviewing and defining your work culture and values, identifying when and how to reward and recognize employees for their successes, and learning how to accept change as a manager. Our comprehensive process:

  • Distinguishes between morale and motivation
  • Identifies the relationship between communication and morale
  • Considers rewards based upon goals
  • Discusses the impact of change on employee motivation
  • Outlines compensation, benefits and policy design considerations
  • Ensures organizational culture and value proposition consistency

You have spent a lot of time, energy and money recruiting, training, coaching and developing your top performers, and you want to make sure they stay with the company. This process includes strategies for career path discussions, establishing an effective policy of promotion from within, and development of a total compensation package that stacks up to key competitors. This comprehensive process also includes:

  • Defining organizational mission, vision and value statements
  • Creating effective job design and organizational structure
  • Developing a compensation philosophy
  • Aligning performance metrics with corporate goals
  • Formal employee communications
  • Turnover analysis for organizations
  • Conflict resolution techniques
  • Conducting employee opinion surveys to find important takeaways and using them strategically
  • Exit interviews

Talk to Tilson today.

Skip to content